Description
This is a presentation explains on training and developments in HR(human resources)
Training and Development
Why Orientation is important?
• Successful orientation musts: • Make an employee feel welcome and at ease • Understand the organisation in a broad sense and key policies and procedures • Clarity in expectations of behavior & work • Initiate socialisation into ways of doing things
Training
• Methods used to give new or present employees the skills they need to perform their jobs.
The training process
• • • • • Needs Analysis Instructional design Validation step Implementing the program Evaluation and follow up
Assessment of training needs
• • • • • • • Organisational requirements/weaknesses Dept reqmnts/weaknesses Job specifications Identifying present and future problems Mgmt requests/observation/Emp surveys Performance appraisals Exit interviews/Customer surveys
• Make learning meaningful • Make skills transfer easy • Motivate the learner
Identify training needs
• Task analysis • Performance analysis • Can’t do and Won’t do problems
Traditional training methods
• OJT : Coaching or understudy method Job rotation / Special assignments • Apprenticeship training • Job Instruction training • Lectures • Programmed learning • Audiovisual Tools • Simulated training
When to conduct a training needs analysis………….
• When a triggering event occurs • Proactive TNA • Reactive TNA
Org Analysis
Trigger AOP<EOP
Operational Analysis EP
Training needs PD= EPAP Nontraining Needs
Person analysis AP
doc_217877463.ppt
This is a presentation explains on training and developments in HR(human resources)
Training and Development
Why Orientation is important?
• Successful orientation musts: • Make an employee feel welcome and at ease • Understand the organisation in a broad sense and key policies and procedures • Clarity in expectations of behavior & work • Initiate socialisation into ways of doing things
Training
• Methods used to give new or present employees the skills they need to perform their jobs.
The training process
• • • • • Needs Analysis Instructional design Validation step Implementing the program Evaluation and follow up
Assessment of training needs
• • • • • • • Organisational requirements/weaknesses Dept reqmnts/weaknesses Job specifications Identifying present and future problems Mgmt requests/observation/Emp surveys Performance appraisals Exit interviews/Customer surveys
• Make learning meaningful • Make skills transfer easy • Motivate the learner
Identify training needs
• Task analysis • Performance analysis • Can’t do and Won’t do problems
Traditional training methods
• OJT : Coaching or understudy method Job rotation / Special assignments • Apprenticeship training • Job Instruction training • Lectures • Programmed learning • Audiovisual Tools • Simulated training
When to conduct a training needs analysis………….
• When a triggering event occurs • Proactive TNA • Reactive TNA
Org Analysis
Trigger AOP<EOP
Operational Analysis EP
Training needs PD= EPAP Nontraining Needs
Person analysis AP
doc_217877463.ppt